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Digg it UP - Maintaining Culture Integrity After A Merger Or Aquisition
Are you considering pursuing a sales career but don’t have any experience? Well, you don’t have to give up your hopes or your dreams. You can land an incredible sales job even if you don’t have an ounce of experience. You simply need to know how to transfer the skills that you already have
2. Management does not realize the impact on morale, security, relationships and productivity of a culture filled with uncertainty, stress and change.
3. Management d
So many business consultants often say that they are tired of being right all the time and wish that their clients or business associates would listen. They get upset and admit that millions of dollars were wasted because they just did not listen. One top-notched consultant from PA mention
However, it is a puzzle to me why so many organizations do such a poor job of blending the cultures of the two organizations into an effective, focused, and successful new corporate entity with a clear direction, culture and personality.
Why is this?
1. Management is too busy with the financial/administrative tasks that they have no time or energy left to manage the human factors better.
2. Management does not realize the impact on morale, security, relationships and productivity of a culture filled with uncertainty, stress and change.
3. Management d
My Aunt Virginia worked selling shoes in a downtown department store. I remember listening to adult conversation, while I played. She talked about other clerks not caring for anything other than the sale and the resulting commission.Aunt Virginia’s main concern was always the fit. S
However, it is a puzzle to me why so many organizations do such a poor job of blending the cultures of the two organizations into an effective, focused, and successful new corporate entity with a clear direction, culture and personality.
Why is this?
1. Management is too busy with the financial/administrative tasks that they have no time or energy left to manage the human factors better.
2. Management does not realize the impact on morale, security, relationships and productivity of a culture filled with uncertainty, stress and change.
3. Management d
There are twelve blocks to listening. You will find that some are old favorites that you use over and over. Others are held in reserve for certain types of people or situations. Everyone uses listening blocks, so you should not worry if a lot of blocks are familiar. This is an opportunity
Why is this?
1. Management is too busy with the financial/administrative tasks that they have no time or energy left to manage the human factors better.
2. Management does not realize the impact on morale, security, relationships and productivity of a culture filled with uncertainty, stress and change.
3. Management d
Whether or not a military force (or paramilitary force) is properly equipped to handle crisis situations in an ethical manner is a question that is truly worthy of consideration. Before asking oneself this question, however, it is imperative that leaders are certain that their organizatio
Why is this?
1. Management is too busy with the financial/administrative tasks that they have no time or energy left to manage the human factors better.
2. Management does not realize the impact on morale, security, relationships and productivity of a culture filled with uncertainty, stress and change.
3. Management d
1. Thou shall not wait too long. Have you ever heard, “I sold my business to early?” Compare that with the number of times you’ve heard somebody say, “I should have sold my business two years ago.” Unfortunately, waiting too long is probably the single biggest factor in reducing the pro
2. Management does not realize the impact on morale, security, relationships and productivity of a culture filled with uncertainty, stress and change.
3. Management does not have the empathy or sensitivity to the impact on the human relations of the new culture and delegates these decisions/actions to the HR department, or no one if there is no HR department.
4. Management tries to legislate the new culture rather than let it cultivate over time.
5. Management does not know what they want the new culture to look like and therefore plays ‘Let’s wait and see.’
6. Management is out of touch with reality of what is really going on in the trenches of the organization and relies on its ‘direct reports’ for their awareness and/or understanding of what is really going on rather than checking bottom-up for its reality check.
I worked with a client a few years ago that went through a merger
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